Technology talent continues to be in high demand as insurers work to enhance customer experience, increase operational efficiency, personalize their offerings and compete in a quickly evolving environment. Not surprisingly, technology roles consistently rank at the top of carriers’ hiring plans. It’s likely your organization’s priorities for the rest of the year and moving into 2026 are dependent on having the right teams in place to successfully move technology projects forward. However, as an industry, attracting this highly sought-after talent can be difficult.
Insurance carriers are competing with startups, financial services organizations, insurtechs and more for a finite pool of talent. The opportunities within technology are vast given the sector’s rapid expansion, and skilled individuals have a wealth of attractive options. Insurers must be strategic and intentional in overcoming this talent challenge and effectively appealing to candidates within the technology space.
Sell your tech stack and potential for innovation.
Focus on your organization’s commitment to its current and future technology investments. Especially if you are still working in older mainframe technologies or don’t have a chief innovation officer or technology-focused seat within your senior leadership team, it’s important to share your vision and lay out a clear roadmap.
Highlight what makes your opportunity stand out.
While large corporations may have an abundance of tools, resources, and projects, one of the more unique aspects of joining a small or medium-sized insurer is the ability to help shape the organization’s overall approach to technology and automation. For professionals looking to play a hands-on role in guiding strategy, insurance often offers exposure and visibility that other industries may not. The ability to be involved and make a larger overall impact can be a valuable selling point.
Commit to growth and learning.
The accelerating pace of technological advancements makes it essential that professionals are able to continually develop their skills and stay informed on new systems, tools and programs. A commitment to continued education within the technology space is crucial for appealing to high performing individuals. Communicate how you will help them grow and ways your organization will support their ongoing career advancement.
Enlist interim support.
Often, it may be beneficial to enlist temporary talent as an alternative to hiring for a full-time role. This enables you to quickly access the specific skillsets your project requires whether it’s AI integration, enhanced digital experiences, cybersecurity or another initiative. By partnering with a staffing firm that is focused on the insurance industry, you’ll be best positioned to find the talent that will have the greatest impact.
As the need for technology talent continues to accelerate, being strategic about how you’re competing both within and outside the industry is key. Learn more about Jacobson’s staffing solutions here. For insight on effectively leading through AI transformation, view our recent white paper.